An Executive Summary of the HR Strategy Project 1

An Executive Summary of the HR Strategy Project

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Description/Paper Instructions

An Executive Summary of the HR Strategy Project

An Executive Summary of the HR Strategy Project

2

Summative Assessment: Strategies

David Leonard

University of Phoenix

ORG/535

Dennis Cashman

24 October, 2021

Summative Assessment: Strategies

An Executive Summary of the HR Strategy Project

Southwest Airlines Corporation is a leading aviation company in America. The aviation company has a paramount reputation in providing frequent, short-distance and relatively low-priced airline services to its potential clients. Southwest Airlines has a splendid mission of delivering high-quality services to its clients worldwide, including a sense of warmth and friendliness. The aviation corporation is a famous firm known for its superb human resource (HR) management and policy management (Chishty-Mujahid, 2017). Notably, the corporate culture ensures consistency within the workforce to better the organizational goals. Its distinctive culture and values enable it to stand firm among the global competitors. The human resource policy of recruitment chooses the optimal and competent candidates with innovativeness and suitable for the business industry. Strategically, the company employs talented candidates based on their unique attitudes and values for the aviation industry. Thus, these key aspects increased its sustainability and ensured a low worker turnover.

Current Strategies and Issues

Currently, Southwest Airlines is exceptionally known for its employee-driven policies. The organizational culture is sturdily instilled in the entire recruitment process. The workers are evaluated and scrutinized based on their attitude and merit. The company has been treating workers as a priority to make their potential clients happy and satisfied (Crane, & Hartwell, 2018). The aviation corporation strives to provide high-quality services to its customers, gaining a high competitive advantage. Operating at low costs is another strategy that Southern Airlines has applied in its management system. The aviation firm has consistently recorded history of low-cost operations despite the global pandemic. Indeed, it has concisely controlled the aviation market through such cost policies since many clients prefer high-quality and exceptional services. The COVID-19 pandemic is one of the current issues affecting the company. For instance, the corporation has adhered to the health guidelines limiting the number of passengers on board.

Strategy Type for The Southwest Airlines

The aviation company operates under various strategies. Typically, most of the strategies include employee-driven models and low-operational costs. According to Mr. Kelleher, the corporation co-founder, the firm’s paramount group incorporated the individuals who served it (Cote, 2018). Markedly, the corporation has an exceptional mission of placing its employees at their peak, accords them a priority, and recognizing them accordingly. In actuality, treating the workforce well has created a happy and conducive working environment for everyone attracting many clients and boosting the company’s financial success. Such a strategy has contributed to tremendous and optimal outcomes such as continual years of operations and profit-making. Again, the employee-driven approach has enabled the corporation to continue leading in having minimal customer complaints. The company has not recorded layoffs recently, and almost all employees treasure its operations (Dewan, 2015). By controlling its costs, the company continues operating under low-cost strategies enabling it to remain competitive in the global marketplace.

HRM Implications for The Southwest Airlines

One of the primary elements contributing to the efficacy of Southwest Airlines incorporates its efficient human resource management approach. According to the company’s Porter’s model, its generic system for competitive advantage warrants the attractiveness of its quality services towards its growth. Human resource management is based on low-costs, innovative strategies and high-quality operations. This makes the workforce pleased and satisfied (Asahi, & Murakami, 2017). The HRM implications encompass a happy staff, satisfied clients, and increased firm’s ranks by prioritizing their services. This makes the company famous for its HRM style, followed by T-Mobile and Goldman Sachs. Splendid treatment on employees has increased their happiness and comfortability in serving customers leading to minimal complaints. Such a good treatment contributes to exceptional service delivery, attracting more clients and increasing the total revenue (Chishty-Mujahid, 2017). Hence, the three HRM implications are sturdily correlated, making the company sustainable and globally renowned as the leading corporation in managing and treating employees and clients outstandingly.

Business Strategies for the HRM Implications

To foster a pleased staff, the corporate strategy involves integrating the team into its values and culture. Such a strong correlation aids the corporation in finding it easy and cost-effective when managing employees. To foster customer satisfaction, the firm utilizes an input-output model by treating its workers superbly better for them to treat the clients likewise. A pleased and grateful team will apparently offer the best services to the potential clients, increasing their satisfaction scores (Thomas, 2015). There is a need to understand that a happy and satisfied client is the cornerstone for every company’s success and sustainability. The other business approach linked to the rise in position or rank entails controlling the whole aviation marketplace. Notably, Southwest Airlines gladly enjoys the entire market process primarily through this approach. This makes it famous and attracts numerous customers globally, increasing its customer base.

Determining a Human Resource Strategy

The human resource approach is the company’s optimal strategy in managing people, which helps create a concrete alignment with its operation and services. It is imperative to note that the HR strategy incorporates central fields such as hiring, employee compensation, performance appraisal, and employee training programs. Thus, Southwest Airlines’ human resource approach is typically an employee-driven and aligned model (Dewan, 2015). Some of the vital activities within the organization encompass the employment of competent workers with the right attitudes and values. Such a role has numerous subsections such as employee training, employee compensation and career development. The company’s ranking and emphasis on the workers aid it guaranteeing a good client relationship, customer satisfaction and a conducive workplace contributing to happy services, sustainability and profitability.

References

Asahi, R., & Murakami, H. (2017). Effects of Southwest Airlines’ entry and airport dominance. Journal of Air Transport Management, 64, 86-90.

Chishty-Mujahid, N. (2017). Southwest airlines’ successful economistic, cost-leadership strategy examined in light of Paul Lawrence’s renewed Darwinian theory: an analysis. Journal of Global Business Insights, 2(2), 115-123.

Cote, R. (2018). Leadership Analysis: Southwest Airlines-Herb Kelleher, CEO. Journal of Leadership, Accountability & Ethics, 15(1).

Crane, B., & Hartwell, C. J. (2018). Developing employees’ mental complexity: Transformational leadership as a catalyst in employee development. Human Resource Development Review, 17(3), 234-257.

Dewan, N. (2015). A review of the literature Success story and leadership sort of Southwest Airlines. Global Journal of Research in Business & Management, 2(1), 92-95.

Thomas, M. (2015). Strategic principles at Southwest Airlines. Strategic Direction.

An Executive Summary of the HR Strategy Project

RUBRIC QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points:  Student failed to submit the final paper. 20 points out of 50:  The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50:  The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately.  Elements of the required response may also be lacking. 40 points out of 50:  The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples.  The answer is complete. 50 points:  The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples.  No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points:  Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points:  Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points:  References to scholarly sources are occasionally given; many statements seem unsubstantiated.  Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points:  Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented.  APA 6th Edition is used with only a few minor errors.  There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points:  Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented.  APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points:  Student failed to submit the final paper. 5 points out of 20:  The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors  10 points out 20:  The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20:  The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points:  The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points:  Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements.  The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper.
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An Executive Summary of the HR Strategy Project

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